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  • 2019 Corporate Responsibility Report

It’s never too late

In 2012, the Australian Allan Stewart made headlines worldwide: The 97-year-old great-grandfather had just completed his Master’s degree at university. “It’s never too late to broaden your horizons,” he reportedly said at the graduation ceremony.


With our comprehensive training program, we are contributing to the fourth goal of the United Nations 2030 Agenda.

Keep learning

The example shows that learning something new isn’t a matter of age. New skills may be demanded of us tomorrow that we cannot even imagine today. To keep pace, we must be willing to keep learning – no matter whether we are employees, managers or board members. That sounds hard, but it doesn’t have to be, because digitalization is not only turning the working world on its head, but also learning itself. As an employer, we have always supported our employees with comprehensive training opportunities for their professional skills and personal development. What digitalization is changing is not just the content, but also the way we learn.

Our employees around the globe spent some 4 million hours on training and skills development in 2019. 46% of what they learned was in digital learning formats.


Our employees around the globe spent some 4 million hours on training and skills development in 2019. 46% of what they learned was in digital learning formats.


We make learning an integral part of our everyday work. Our goal: We want to become a learning organization. The autonomy and individual responsibility of our employees are the focus of a new learning culture. Our employees should be able to learn anytime and anywhere – exactly when they need or want to, and not just once a year at a three-day face-to-face seminar. That’s precisely what our #youlearn initiative offers. It has three goals: Everyone decides for themselves when and where they want to learn. Learning becomes a daily routine. And, very importantly: Learning should be fun and enjoyable.

For this purpose, we offer a wide range of e-learning units that can be chosen independently. Supervisors only need to be involved in the decision if learning time is to be booked as working time or if external costs are incurred.

A clear profile

We support our employees in choosing the right training – but how do we do it? Imagine you had the task of providing thousands of employees with training that is tailored exactly to their needs. First, you would have to know which skills are already available at the company now. To find that out, we have launched the “skillsUP!“ program in Germany. All employees are assigned a “job profile” containing the skills that are required for the job. A tool helps us to identify targeted training measures for the skills that can still be improved as well as the skills that will be important for that job in the future. That way, our employees and their managers can see at a glance which training makes sense.

Digital learning

Digital learning is well established at Telekom. In 2019, 46 percent of all learning hours took place digitally - a number that we want to increase through new digital learning offers. We offer a wide range of learning formats, for example:

Magenta MOOCs

MOOCs (Massive Open Online Courses) are online courses for a large number of participants. They combine videos and reading material with virtual learning groups. In addition to our own MOOCs, we offer our employees more than 2,000 courses from universities worldwide.

Digital Learning Booster

The Digital Learning Booster is a digital training program with some 6,000 courses, videos and e-books in 18 languages. It is available worldwide and was developed in cooperation with an e-learning provider.

Online games

Things that we learn in a fun way tend to stay especially fresh in our minds. That’s why we offer online learning games in various fields – for example, simulations that let you participate virtually in real-life work scenarios.

Learning in the
"You and Me"

Telekom's internal social network “You and Me” (YAM) is not only used for collaboration and exchange, but also for learning. For example, anyone wishing to share their expertise can offer a Learning from Experts (LEX) session that is available to all colleagues worldwide.

Managing teams in the digital world

Digitalization is not only changing how we work together, but also how teams are managed. Example: If team members don’t all work in the same place, managers must keep in touch with them from a distance. Among other things, this means using new communication channels, placing trust in people, but also being present when help is needed. Our digital training programs “levelUP!” and “levelUP! Next Generation” help managers and employees tackle such challenges. The programs comprise digital learning and classroom course modules that can be flexibly combined. Participants can compile their own learning journey and thus tailor the training content to their individual needs and challenges.